Affirmative Action
Affirmative action is integrated in the corporate world in order to promote equal opportunities. This is particularly instituted in various settings to ensure minority groups are included in the system and structure of the organization. Implementation of affirmative action in an organization can prove to be cumbersome and face strong opposition. This aspect is often hindered in the corporate scene by client wishes. The client of any organization has the ultimate authority in decision making in relation to the activities undertaken by the entity. Therefore, Jennifer is caught in a dilemma in relation to the execution of the client’s wishes or maintain her stand on affirmative action.
Mr. Hurn takes an approach that primarily considers the racial affiliation of the two male actors. However, the tests undertaken on the advertisement show that it does not appeal to the target market. This shows the discriminative nature of the target market. In addition, the target market is a reflection of the racial perspective of society. Affirmative action fights for the rights of these minorities (De George, 178). Therefore, the primary consideration for Jennifer should be the implications that support such a system of reaching particular markets based on race. Policies in affirmative action provide an equal opportunity for the two African-Americans. Therefore, the principles guiding affirmative action should be incorporated in this case.
Jennifer is responsible for enforcing and promoting affirmative action within her organization. The role of implementing affirmative action does not solely lie on management or the law enforcement agencies. Individuals can enforce the codes in whichever position they have. Mr. Hurn and Jennifer’s boss have undertaken a serious breach of the codes that govern affirmative action. It is important for any organization to consider the wishes of the clients in service delivery. The client is crucial in the development and delivery of services for any organization. Clients are particularly essential in the advertising industry as their wishes are the guiding principle for the agency. However, the requests by clients should not overlook ethics and affirmative action codes (Golland, 89). Jennifer has the legal right to highlight this ethical error that is undertaken by Mr.Hurn and Mr. Bohlem.
Mr. Hurn does not hide the need to remove the two African American workers in order to reach the target market. In addition, Mr. Bohlem does not hesitate to respond to the wishes of his client. Mr. Hurn does not consider the implications of his decision in relation to business ethics. Every organization is guided by business ethics that incorporate affirmative action. Mr. Bohlem’s advertising agency should have ethical principles that oppose such decisions to support affirmative action and equality in the employment of the two African-American actors. Most companies consider the financial aspect of appealing to their target market. However, affirmative action should be integrated into the advertising and sales strategy as a legal and ethical necessity.
Just like Sharon, Jennifer should undertake an extensive discussion with Mr. Bohlem on the issue of affirmative action. She should offer the ethical guidelines of affirmative action and the implications of include them into the organization’s objectives. She should highlight the social consequences of excluding the actors based on race and the impact it has on the organization. This is the primary role of employees in enforcing affirmative action at the management level. This approach by Jennifer has negative consequences that are similar to Sharon’s. Mr. Bohlem has clearly stipulated that her opposition will cause her to loss the job she has always yearned to have. However, the consequence of taking the job under such conditions is unethical. In addition, similar situations against affirmative action may occur in the future. These might further compromise ethical principles.
Work cited
De, George Richard. Business Ethics. Upper Saddle River, N.J: Pearson/Prentice Hall, 2005. Print.
Golland, David H. Constructing Affirmative Action: The Struggle for Equal Employment Opportunity. Lexington, KY: University Press of Kentucky, 2011. Print.
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